Management Ethics

Since the COVID-19 pandemic, many have argued that we require transformational leadership to help us face the challenges of the Fourth Industrial Revolution (4thIR). The authors propose the layered round table approach to be one response to this call to arms. Inspired by the hierarchical, systematised, impersonal, and transactional interactions of the military, the boardroom table (or traditional corporate organisational structures) has largely continued to reflect Max Weber’s bureaucratic theory of management 150 years ago. Whilst the round table has symbolised (...) inclusivity and diversity, the authors argue that it has not quite displaced the exploitative tendencies of hierarchical management styles. Whilst most board rooms have introduced the round table to encourage discussions and debate, solutions are still largely decided upon by CEOcracies or expert advisors. In this chapter, the authors aim to lift the round table from out of the sphere of the symbolic, clarify these challenges, and posit ways in overcoming them via the layered round table approach. More than a symbol of inclusion and communion, it becomes the hub of solution creation and ensures the kind of transformational leadership required to face today and tomorrow. The authors present the layered round table as the seat from which managers can build the kind of cultural change which fosters more nurturing values, far removed from the mechanistic legacy of our corporate genealogy/past. (shrink)

This study examines the factors influencing parental loyalty to Immaculate Conception College of Balayan, Inc. (ICCBI),with the goal of developing strategic recommendations to strengthen this relationship. Using a qualitative case study design, the researchers explored expressions of loyalty, contributing factors, and strategies for improvement through semi-structured interviews with ten purposively selected parents identified as loyal parents. The findings highlight that loyalty is fostered by ICCBI’s commitment to quality Catholic education, affordable tuition, and positive parent-teacher interactions. Expressions of loyalty include continued (...) enrollment, advocacy through word-of-mouth, and active parental involvement in school activities. Challenges, such as maintaining consistent communication and enhancing quality education, were identified as areas for improvement. Key recommendations include the development of a comprehensive promotional plan, enhancement of parental engagement through social media and events, and the implementation of innovative teaching strategies. These insights contribute to ICCBI’s strategic goals, providing actionable strategies to enhance parental loyalty and support its mission of delivering transformative education. (shrink)

The rise of 24-hour retail stores in urban and semi-urban areas reflects the growing demand for convenience. This study examines the challenges and opportunities faced by these establishments in Batangas, Philippines, using a qualitative case study approach. Semi-structured interviews with store owners and employees reveal key operational, logistical, and regulatory difficulties. Operational challenges include inventory mismanagement, staffing shortages, and fluctuating sales. Poor stock rotation and inaccurate demand forecasting result in expired products and financial losses. Staffing, particularly for night shifts, is (...) problematic due to high turnover and scheduling conflicts, affecting service quality. Seasonal demand fluctuations add further strain, making revenue unpredictable while operational costs remain fixed. Logistical challenges involve supply chain inefficiencies, security concerns, and inventory shortages. Dependence on external suppliers often leads to delivery delays, while theft and vandalism risks require improved security measures. Regulatory compliance adds complexity, particularly for small businesses struggling with labor laws, fair compensation, and workplace safety. Despite these challenges, opportunities for growth exist. The 24-hour model attracts customers with non-traditional schedules, such as students and night-shift workers. Personalized customer service, loyalty programs, and targeted promotions enhance engagement and retention. Technological innovations, such as automated inventory systems and digital payments, improve efficiency. To remain competitive, stores must improve inventory management, adopt flexible staffing strategies, strengthen supply chain partnerships, and enhance security. Addressing these challenges while leveraging growth opportunities ensures sustainability and long-term success in the evolving retail landscape. (shrink)

This study examines the different issues related to employee professionalism that HR managers face and its effects on workplace dynamics. It uses a multiple case study design under the qualitative approach. The population of this study includes five (5) human resource managers from medium-large private companies in the First District of Batangas, with a work period of more than five years. The sampling method of this study is purposive or judgmental sampling, and a semi-structured interview is used as a tool (...) for data collection. The data were analyzed using cross-case analysis. The results of this study indicate that issues on professionalism among employees often lead to employee disengagement, a toxic working environment, and mental health issues that hinder employee performance and productivity. In addition, unprofessional behaviors also affect team performance and efficiency. It puts the company at risk by damaging its reputation, which could lead to a loss of business. Furthermore, the study’s findings show that these issues can be improved and maintained through several strategies. Finally, the results of this study suggest that HR managers must solve this problem with regards to employee professionalism by implementing strategies that cultivate collaboration, unity, and an environment that fosters a culture of accountability and respect. (shrink)

This study investigated the experiences and insights of employees and clients regarding the top operational practices of health and beauty clinics, specifically in terms of service quality and overall performance. It explored the best operational practices of three (3) selected health and beauty clinics located in Balayan, Batangas, each of which has been established for more than five (5) years. A multiple case study approach was employed using a qualitative research method. The study consisted of nine (9) participants, categorized into (...) three (3) groups: clients, employees, and managers. Participants were selected through judgmental sampling, a type of non-probability sampling. To gather relevant data, the researchers conducted semi-structured interviews with open-ended questions. The findings revealed that each of the selected health and beauty clinics offers unique service quality and operational practices to satisfy their customers. Overall, the study concluded that these practices contribute positively to customer satisfaction and business success. (shrink)

Employee rights and privileges which are not just told to them but also printed within their contract have always been important, this study aimed to explore the challenges that happen in the contract renewal process at the institution Immaculate Conception College of Balayan, Inc., this study focused on any violations of the employees’ rights, the fulfillment of duties, and the impacts of trust, communication, and expectations. This research is a Case Study under the Qualitative method. The participants of the study, (...) who were chosen by the researchers through the purposive sampling method, are composed of ten (10) current employees of Immaculate Conception College of Balayan, Inc., and two (2) of its admins. With the use of thematic analysis, the collected data was systematically analyzed. The findings indicated that the employees of Immaculate Conception College of Balayan, Inc., had no perceived violations to their rights. The employees also felt that they and the Administration had also built a strong bond of trust between themselves, making them more driven when working. This study also underscored the importance of effective communication during the contract renewal process as good and continuous communication reduced the risk of miscommunication and promoted accountability throughout the contract renewal process. (shrink)

Conflict is an inherent aspect of every organization, a rising naturally from human interactions, differing opinions, and the complex nature of work. This research aims to assess the impacts of conflicts within a department by examining various aspects of departmental conflict, including its types, sources, and consequences. The study employs a quantitative correlational research design to better understand conflicts within organizations. It focuses on selected municipalities in the first district of Batangas, specifically the towns of Balayan, Nasugbu, and Tuy. The (...) researchers use a combination of stratified and convenience sampling methods. This approach involves categorizing the population into distinct strata based on their departments and then sampling proportionally from each stratum. The respondents are public sector employees from the Human Resources, Finance, Marketing, Operations, and Accounting departments within the selected municipalities. Statistical tools, such as weighted mean and ranking, are used to analyze the data for each research question. The findings reveal a significant correlation between the effects of conflicts within a department and the approaches employed by HR managers to address them. The researchers recommend that human resource managers regularly assess conflict levels within their departments and implement strategies for conflict resolution. Establishing a clear structure for conflict resolution is essential to improving cooperation in the workplace and mitigating the negative effects of conflicts within departments. (shrink)

Leadership in real estate is critical not only for guiding and motivating sales agents but also for maintaining a competitive edge in a fast-paced and often volatile market. This study aimed to explore the leadership styles employed by real estate brokers in Balayan, Batangas, and examining how these styles influence agents’ daily work, motivation, and overall performance. The researchers used a qualitative method with a case study design and selected five (5) real estate brokers and ten (10) real estate agents (...) from RCD Royal Homes via judgmental sampling technique. Through athematic analysis the collected data were systematically measured and analyzed. The results indicated that effective leadership is multifaceted, with different styles contributing to various aspects of team dynamics and organizational performance. This study highlights the importance of various leadership styles, with transformational leadership being the most influential in motivating and engaging sales agents, while supportive leadership fosters a positive and collaborative work environment. However, challenges such as communication barriers, resistance to change, and operational constraints require leaders to adapt, promote open communication, and prioritize teamwork to ensure organizational success. It is recommended that real estate brokers undergo leadership training, improve communication, foster collaboration, implement feedback systems, and create mentorship opportunities to enhance performance and adaptability within their teams. (shrink)

Recognition plays an important role in the employee’s job satisfaction and performance, yet many employees remain unnoticed for their hard work, effort and contributions. This study investigates the consequences of unrecognized efforts on the job satisfaction of Traffic Management Group (TMG) employees in the Municipality of Lemery, Batangas. Through qualitative method and case study approach, a semi-structured interviews were conducted with selected TMG employees to explore their experiences and perceptions about their experiences of lack of recognition at work. The thematic (...) analysis revealed that TMG employees often experience frustration, burnout, and decreased motivation due to a lack of acknowledgment for their efforts. The key issues identified include unpaid overtime, handling emergencies without proper resources, and taking on responsibilities beyond their job scope without recognition. And the findings indicate that insufficient recognition contributes to emotional exhaustion, reduced morale, and decreased job performance. This study underscores the need for a structured employee recognition program to improve job satisfaction and workplace morale. Therefore, an action plan is proposed to enhance recognition practices, emphasizing the importance of appreciation, fair compensation, and improved working conditions. This research provides insights for local government units and organizations aiming to enhance employee engagement through recognition initiatives. (shrink)

Nowadays the key to all aspects of development is human development, That Without it, development is not possible. In the Islamic system, the goal is the human resources And on the other hand is a key to development. The need to nurture body and soul has always been of interest to scholars at any time. From the beginning of creation until now, the issue of education, the most basic mission of the Prophet Followed by, in this context, intellectuals, imams and (...) leaders have to guide people. So management feature a country director to establish favorable conditions for the growth and modernization of society in the field of education. Thus, from the perspective of Nahj al-education of the community is the most important management tasks That it is not seen as just as good a job But the task that God has given to the ruler and general manager Country And include comprehensive topics that "Reasonable life" makes it possible for human beings. Islam not only training but consider: knowledge and to actualize the spiritual dimension of man Such as patience, effort and discover science. And these,Put in the context of the social life of all people. In my opinion Managers of the country, led by the Islamic ruling , By appropriate cultural context And using sound pedagogical methods and specialized knowledge, can prepare the community for justice. And benefit from all members of society for growth and development in all scientific disciplines, according to its comparative advantage. On the other hand The lack of social education in a society from the social morality will lead to reduced efficiency of the country's development. And makes stripping the security and safety of citizens. The duty of educational authorities and community leaders, including: take the social education according to the Humanities and Social Sciences And look at the traditions and cultural roots of the target population. (shrink)

This essay reviews the recently released Handbook of Philosophy of Management, using it as a jumping off point to explore some potential confusions in contemporary philosophy of management. The handbook itself, comprising 58 articles and some 1,000 pages, is a milestone for the field. At the same time, it brings a few problems into sharp relief. I argue for more clarity about the distinction between the philosophy of management and the philosophy of management research. I make the case that logic (...) as a de facto method for conducting inquiry may or may not be useful, while logic as a de jure standard for evaluating its conclusions is indispensable. I develop the view that neither management nor management studies is properly considered a science, or even an applied science. I contend that the seminal contributions of Alasdair MacIntyre are unjustly neglected by the field. And I advance the thesis that perhaps the leading issue for the philosophy of management today is the question of the purpose of management, pointing in some suggested directions for answering the question. (shrink)

Pengambilan Keputusan selama beberapa dekade mengalami perkembangan yang sangat pesat. Sehingga dapat merubah sudut pandang kehidupan. Keputusan memiliki makna pilihan. Teori keputusan filosofis berakar pada studi penalaran praktis. Teori keputusan membantu epistemologi dalam mempelajari keyakinan rasional dan membantu etika dalam mempelajari tindakan, tujuan, dan karakter yang baik. Teori keputusan berkembang pada abad ke-20 karena karya Frank Ramsey, Bruno de Finetti, Leonard Savage, Richard Jeffrey. Kemudian, terdapat aliran-aliran teori mengenai pengambilan keputusan, diantaranya utilitarisme (Betham, 1748-1832; Mill, 1806-1873), deontology (Broad, 2014), hedonism (...) (Bertens, 2002), dan Eudemonisme. Keputusan tidak lepas dari rasionalisme, irasionalisme, intuisi, pengalaman, fakta, wewenang. (shrink)

As technology advances, and the life and death consequences of its failure become more and more removed from proximate human action, technology management requires greater degrees of ethical awareness and the management of safety becomes a matter of corporate ethical imperative. The corporate ethical imperative includes ethical mandates to take no action which places the lives of others at risk and to inform persons of dangers to their physical safety of which they may otherwise be unaware when one possesses information (...) relevant to the safety of others such that, with the possession of that knowledge, the others can make decisions relevant to protecting their safety, or if others fail to take such action, to take upon oneself the responsibility of taking such action. The ethical duty of primum non nocere implies the corresponding right of the life risking participant to be informed of the kind and degree of risk to which they are to be exposed and the freedom to refuse to take such risk without prejudice. The corporate ethical imperative is to hold human life precious and to uphold that imperative through selectively non-acting, properly informing and acting. The case of the Challenger disaster is utilised as an illustration of decision making which violated these ethical precepts. (shrink)

For the purpose of this analysis, risk assessment becomes the primary term and risk management the secondary term. The concept of risk management as a primary term is based upon a false ontology. Risk management implies that risk is already there, not created by the decision, but lies already inherent in the situation that the decision sets into motion. The risk that already exists in the objective situation simply needs to be “managed”. By considering risk assessment as the primary term, (...) the ethics of responsibility for risking the lives of others, the environment and future generations in the first place comes into the forefront. The issue of risk heeding is especially important as it highlights the need to pay attention to warnings of danger and to take action to redress problems before disasters occur. In this paper, the decision making that led to the choice of technology utilized and the implementation of such technology in the case of the space shuttle Challenger disaster will be used as a model to illustrate the need to take ethical factors into account when making decisions regarding the safety of technological systems and the heeding of danger warnings. While twenty-five years separates the decision to launch the Challenger and the Fukushima Daiichi nuclear plant disaster, the lessons of the Challenger disaster are still to be learned. (shrink)

This chapter describes how Buddhist economics can proactively contribute to the concept of conscious capitalism by importing Buddhist ethical principles to give concrete content to the aspirational idea of conscious capitalism. Conscious capitalism becomes ethically conscious capitalism with its Buddhist complement. For Buddhism, the central motivation for human behavior is deep compassion for all sentient beings. In Buddhist economics, compassion is translated into compassion for the poorest. Hunger, thirst, homelessness, lack of medical care and education are the needs of a (...) huge percentage of the human population on earth who exist in continuing poverty. The argument of this chapter is that poverty is not a cause; it is an effect. It is only by altering our economic motivations and practices that we can apply Buddhist ethics to addressing the problem of world inequality. Seeing ourselves as consumers is a key to the problem. If we identify ourselves as consumers, we cannot be thinking of others. We are thinking of what we can acquire and accumulate for ourselves. It is this primal attitude that is the source of the philosophical problems that are at the root of inequality and inequity in the world. A frequent interpretation of Buddhist economics is to counsel us to be minimalist in our consumption needs. In this chapter, it is argued that we need to focus on ourselves as ethical producers. We should focus on producing economic goods and services that better the life conditions of the global poor. Such a focus considers the consequences of our economic production of goods and services and meets the definition of practicing capitalism with mindful awareness. Such an alteration of economic motivation and action fulfills the principal ethics of Buddhism and gives concrete design and purpose to the idea of conscious capitalism. Ethically conscious Buddhist economics enables universal compassion to reach all human beings. (shrink)

Paul A. Vatter, Lawrence E. Fouraker Professor of Business Administration, Harvard University, writing of Global Disasters: Inquiries into Management Ethics, ‘In my view one of the most important things that can be done to improve ethics in management is, through cases, to sensitize managers to ethical issues in situations in which they did not perceive themselves as being involved. His well-documented and detailed cases stimulate great interest. His diagnosis of the process through which ethical behavior could have prevented each disaster (...) is provocative and sensitising.’ -/- A. L. Minkes, Fellow, Royal Society of Arts, Emeritus Professor of Business Organization, University of Birmingham, in writing of Global Disasters: Inquiries into Management Ethics, ‘Dr. Allinson has very substantially enlarged the whole nature of the discussion of crisis, disaster and safety. The powerful and highly apposite phrase that he has coined, ‘The Buck Stops Here and It Stops Everywhere Else As Well’, illustrates the significant contribution of his philosophical analyses to a wide range of applied managerial problems in organizations. -/- S. Prakash Sethi, Director, Center for Management Development and Organization Research, Baruch College, City University of New York, writing of Global Disasters: Inquiries into Management Ethics, ‘Global Disasters is a thought-provoking book and provides excellent insights into how management systems can be built that would prevent hitherto “unpreventable” disasters. Professor Allinson makes a convincing argument and an intriguing suggestion that, notwithstanding commonly held beliefs, most industrial crises are preventable through sound management structures and decision-making processes only when they are rooted in ethical values and beliefs on the part of top management.’ This book, by a professor of philosophy at Soka University of America, former professor of philosophy at The Chinese University of Hong Kong and former Visiting Fellow of Business Ethics at the University of Oxford argues that major disasters can be prevented. He shows how corporate management must accept its moral responsibility to create a corporate ethos that recognizes the basic principle that people matter most. (shrink)

Introduction: This paper explores the vulnerability of practice-like activities to institutional domination. Methods: This paper oers an ethnographic case study of a UK-based engineering company in the aftermath of its acquisition, focusing in particular on its R&D unit. Results: The Lab struggled to maintain its practice-based work in an institutional environment that emphasized the pursuit of external goods. Discussion: We use this case to develop two arguments. Firstly, we illustrate the concept of “practice-like” activities and explore their vulnerability to institutional (...) domination. Secondly, in light of the style of management on display after the takeover, we oer further support to MacIntyre’s critique of management. Finally, based on the empirical data we reflect on the importance of organizational culture, as well as friendship and the achievement of a common good in business organizations for these kinds of activities. (shrink)

How important is it for managers to have the “nice” virtues of modesty, civility, and humility? While recent scholarship has tended to focus on the organizational consequences of leaders having or lacking these traits, I want to address the prior, deeper question of whether and how these traits are intrinsically morally important. I argue that certain aspects of modesty, civility, and humility have intrinsic importance as the virtues of relational equality – the attitudes and dispositions by which we relate as (...) moral equals. I provide a novel account of the normative grounds of the virtues of relational equality and develop a corresponding framework for how these virtues can be enacted by managers. The virtues are grounded in the value of opposing objectionable forms of social hierarchy, which requires social norms that grant all persons the same personal authority over their lives and interactions. I show how this view of virtue contrasts with prevailing Aristotelian, Personalist, and Smithian views in business ethics. I then explain how, for managers, sustaining and enacting the virtues of relational equality involves a distinctive cluster of role-specific traits: respect for employees’ equal personal authority, a commitment to express such respect, and a disposition to give equal weight and deference to employees’ relevant interests. (shrink)

In the one-for-one business model, a purchaser of, for example, a pair of shoes simultaneously purchases a pair of shoes for a child in need. This model, popularized by TOMS shoe company in 2006, has been remarkably successful. The driving force behind the success is most likely the emotional appeal of the one-for-one idea. The TOMS model has been criticized, however—not just for being less effective than advertised, but for arguably doing more harm than good. Whether or not this latter (...) charge is true, the TOMS story serves as an illustrative starting point for an exploration of the ways in which commonsense thinking about charity and philanthropy is often wrong. Examining these criticisms will set the stage for an examination of the influential “effective altruism” movement and invite the reader to think more deeply about different ways of doing good in the world. (shrink)

From publisher: This is a pioneering work. Recent disasters such as the tsunami disaster continue to demonstrate Professor Allinson’s thesis that valuing human lives is the core of ethical management. His unique comparison of the ideas of the power of Fate and High Technology, his penetrating analysis of the very concept of an "accident", demonstrate how concepts rule our lives. His wide-ranging investigation of court cases and government documents from the seventeenth through the twentieth centuries, and from places as diverse (...) as the USA, UK and New Zealand provide ample supporting evidence for the universality and the power of explanation of his thesis. Saving Human Lives will have an impact beyond measurement on the field of management ethics. (shrink)

Artykuł zawiera przegląd wybranych powiązań pandemii COVID-19 z teoriami ryzyka. W pierwszej kolejności przedstawiono podstawowe pojęcia dotyczące przygotowania i mobilizowania sieci podmiotów polityki publicznej do wspólnych działań w warunkach niepewności. W dalszej części omówiono zagadnienie gotowości na ryzyko wystąpienia pandemii i jej zwalczania. Następnie przedstawiono wybrane możliwe efekty społeczne, gospodarcze i polityczne pandemii COVID-19. W podsumowaniu wskazane zostały rekomendacje dotyczące zarządzania podmiotami publicznymi na dalszych etapach rozwoju pandemii i w okresie po pandemii oraz propozycje dalszych kierunków badań. // The article (...) presents an overview of selected connections of the COVID-19 pandemic with risk theories. The study first explores the basic concepts of preparing and mobilizing networks of public policy actors to act together under conditions of uncertainty. The following section discusses the pandemic risk preparedness and fighting. Then, selected possible social, economic and political effects of the COVID-19 pandemic are discussed. In summary, recommendations regarding the public management in the further stages of the pandemic development and in the post-pandemic period were indicated, as well as proposals for further research directions. (shrink)

This book review outlines and critiques Robert Allinson's book _Global Disasters: Inquiries into Management Ethics_ (New York: Prentice Hall, 1993). The reviewer first outlines the structure of the book and then moves on to discussing the main arguments of the book, including but not limited to the distinctions between "monocausality" and "multi-causality" and "scapegoating" and "multiple responsibility" that Allinson highlights. Central to Allinson's argument is the thesis that problems in management (and the disasters that often result from them) are conceptual (...) problems first of all. The review concludes by praising the bold and timely contribution of this volume. (shrink)

This article argues that while ethical leadership in mainstream theorising is assumed to be a cognitive exercise, leaders’ bodies in fact play a significant role in the social construction of ethical leadership. Their bodies become particularly potent when leaders are depicted via the interplay between visual and verbal modes in the media. In order to extend current understandings of ethical leadership, this study employs a discourse analytic approach to examine how visual and verbal devices convey ethical leadership for two of (...) Australia’s major bank chief executive officers—John Stewart and Ralph Norris—before and during the global financial crisis. Based on the analysis, this article demonstrates that ethical leadership is constructed through the confluence of elite and working class masculinities that is multimodally embodied and disembodied. The article suggests that what it means to be an ethical leader is invariably informed by class-based patriarchal norms that can serve to reinforce the masculinisation of ethics. (shrink)

This study examines the relation of ethical leadership with loyalty to supervisor, as well as mediating and moderating variables of this relation by proposing a moderated mediation model. Specifically, we employed time-lagged research design to collect two waves of data from 395 supervisor-subordinate dyads in 74 teams, and used multilevel structural equation modeling to test the moderated mediation model. Results indicated that ethical leadership was positively related to loyalty to supervisor, interactional justice mediated the relationship between ethical leadership and loyalty (...) to supervisor, and collectivistic orientation moderated the relationship between ethical leadership and interactional justice. Moreover, collectivistic orientation moderated the strength of the indirect effect of ethical leadership on loyalty to supervisor, and the mediated relationship was stronger for high collectivistic subordinates than for low collectivistic subordinates. Theoretical and practical implications and future research directions were discussed. (shrink)

Trust in leadership is at all all-time low and the impact on organizational behavior and performance cannot be ignored or denied. As leaders, there is a way for you to reverse this trend. You can decide to establish and sustain trust in the workplace—by getting naked—not in the physical sense, but from the perspective of being authentic and transparent. Earning the trust and loyalty of those you are privileged to lead lays the groundwork for a high performing, motivated, and, engaged (...) culture... a definitive competitive advantage. Needless to say, culture is always a reflection of our leadership values and behavior. Through our words, decisions, and behavior, the culture is “sculpted.” In every case, culture is created either by intentional design or by default. If you aspire to make a profound, positive, and sustaining impact on your organization, the hearts and minds of those you lead must be earned. In a world and time where corruption, deceit, and ethical lapses are commonplace, we’ve never had a greater need for trusted, ethical leaders. If you choose to be a trusted leader, you have the opportunity to differentiate yourself and your organization and enjoy a sustainable competitive advantage while making the world a better place. (shrink)

ABSTRACT:The purpose of this article is to review literature that is relevant to the social scientific study of ethics and leadership, as well as outline areas for future study. We first discuss ethical leadership and then draw from emerging research on “dark side” organizational behavior to widen the boundaries of the review to includeunethical leadership. Next, three emerging trends within the organizational behavior literature are proposed for a leadership and ethics research agenda: 1) emotions, 2) fit/congruence, and 3) identity/identification. We (...) believe each shows promise in extending current thinking. The review closes with discussion of important issues that are relevant to the advancement of research on leadership and ethics. (shrink)

Martha Nussbaum is one of the most prolific and distinguished philosophers in the English-speaking world. Since 1995 she has been Ernst Freund Distinguished Service Professor of Law and Ethics at the University of Chicago appointed in the Law School, Philosophy Department and Divinity School. She is an Associate in the Classics Department and the Political Science Department, an Affiliate of the Committee on Southern Asian Studies, a Board Member of the Human Rights Program and founder and Coordinator of a new (...) Center for Comparative Constitutionalism. The Center aims to study the social forces that affect the implementation of constitutional rights, especially for disadvantaged groups. She visits feminists in India each year to research the activities of Non-Governmental Organizations (NGOs) and the problems of poor women in different countries. In Delhi she has worked with the UN Development Programme on a project on gender and governance, and has also worked with The Lawyer’s Collective, an activist group in Delhi working on women’s rights. (shrink)

I was in manufacturing for over thirty years and a manager for nearly twenty-five. During that time it never occurred to me that the consequentialist, utilitarian framework I used was inadequate as a conceptual framework for making decisions to ensure organisational viability and success.1 The framework gave three criteria which enabled me to construct a rational approach to issues associated with my role as a manager: To show that this framework is adequate as a basis for managerial decision making I (...) want to spell out the logical implications of the three criteria and show that they are necessary and jointly sufficient to provide an epistemically sound framework for managerial decisions. I will argue that we can look to managerial practice for examples which can serve as paradigms for constructing a pragmatic approach to management decision making, one that — when employed correctly — will result in the best moral outcome for all those affected by a decision.2 This approach is derived from, and ultimately justified by, the primary role responsibility of a manager to create and implement a healthy work environment. This is one designed to be viable so that the organisation can compete successfully in the marketplace and meet the morally minimal standard that we ought not to cause unnecessary and avoidable harm to innocent people. Because the approach is goal directed, it is teleological and consequential in nature. I maintain that a workplace, or organisation, is healthy when all the components that constitute it are working coherently together to achieve legitimate organisational goals designed to ensure the best chances of being viable and competitive. Such an organisation is what I term optimally functional.3. (shrink)

There are libraries full of narrative guides based on practical experience and tips for good leadership. The mere recognition of man as the center of personnel management is insufficient to arrange and evaluate a theory’s ethical content. The first concern of this article will be the disclosure of the fundamental values currently underlying contemporary management models and the assessment of their ethical quality. The second concern of the article will be to show a coherent deductive approach from a Catholic point (...) of view. A Christian theory of leadership ethics is developed starting from its source of values up to strategic entrepreneur decisions. Its merit is to suggest a conclusive Christian orientation for the assessment of codes of ethics and leadership cultures in enterprises, that, as an end in itself, clearly and plausibly places man at its center. (shrink)

In this article, the author lists three problems that make any serious discussion about the ethics of leadership a very difficult undertaking. He then proposes a new, postindustrial paradigm of leadership. Using that understanding of leadership, two different sets of ethical analyses of leadership are possible: (I) those concerned with the process of leadership and (2) those concerned with the content of leadership (the changes proposed by the leaders and collaborators). In the end, the author suggests that the industrial paradigm (...) of ethics (the 18th century liberal philosophy) is inadequate to deal with the ethical decision making that leaders and collaborators must do in the 21 st century. Thus, a postindustrial paradigm of ethics must be developed to enable leaders and collaborators to make the tough ethical choices that will be demanded in the new millennium. (shrink)

Using a sample of 124 managers and 248 subordinates, this study examines the mediating effect of subordinates’ job satisfaction in the relationship between ethical leadership and subordinate organizational citizenship and counter-productive work behaviour in the Colombian context. We additionally analyse the effect of ethical leadership on subordinates’ perception of leaders’ performance. Factor analyses of the ethical leadership scale revealed two factors, ethical person and ethical guidance, which were differentially associated to the outcomes. We offer an explanation from three cultural dimensions (...) by which Colombian employees seem to be more willing to follow leaders’ ethical example as a way to strengthen their membership to the leader's group, than leaders ethical disciplining by which norms are imposed. These findings have a number of implications for organizations and managers who aim to improve their employees’ behaviour. Our advice to them is that leaders’ deeds have a greater impact than their ethical words. (shrink)

In this paper I argue that a greater understanding of the part of ethics in leadership will improve leadership studies. Debates over the definition of leadership are really debates over what researchers think constitutes good leadership. The ultimate question is not "What is leadership?" but "What is good leadership?" The word good is refers to both ethics and competence. Research into leadership ethics would explore the ethical issues of current leadership research, serve as a critical study of the field, analyze (...) and expand normative theories of leadership, and develop new theories, research questions and ways of thinking about leadership. (shrink)

본 연구는 리더십을 공동체적 삶의 보편적 원리에 기초한 윤리문화적 현상으로 파악하고, 리더십의 관계와 과정, 기술에 내포된 윤리문화적 메카니즘을 식별하고 해석, 검증한 것으로서 유효성과 실증적 방법에 기초한 기존의 접근방법과는 구별된다. 주요 내용은, 첫째, ‘윤리문화’의 개념 정립과 리더십의 윤리문화적 접근방법의 설정이다. 윤리문화는 구성원에 의해 공유될 수 있는 가치에 대한 사고와 행동의 기준으로서, 윤리적 이상의 당위와 실제의 문화적 가치의 균형적 조화와 윤리적 실천으로 구현된다. 이러한 윤리문화의 사고와 행동체계를 리더십에 적용하여 리더십의 구조와 기능을 근본적으로 파악하고자 한다. 둘째, 윤리문화적 리더십 모형 구축이다. 리더십의 관계, 과정, (...) 기술에 있어서 윤리적 이상의 당위와 실제의 문화적 가치의 균형적 조화와 윤리적 실천을 통해 갈등극복, 문제해결, 동기부여의 리더십 기능을 올바르게 수행함으로써 개인목표와 함께 공동목표를 달성하는 진정한 영향력을 도출하려는 것이다. 셋째, 세종대왕 리더십 사례 분석이다. 세종대왕 리더십은 대의와 위민과 덕화를 리더십의 윤리적 이상의 당위로 삼고, 안정과 치민과 교화를 실제의 문화적 가치로 삼아 균형적 조화와 윤리적 실천이라는 윤리문화적 사고와 행동체계를 리더십의 관계와 과정과 기술에 적용하였다. 이러한 리더십을 통해 갈등을 극복하고 문제를 해결하며 동기를 유발시켜 신료들로 하여금 국가의 일을 자기의 책임으로 생각하고 변화와 창조에 자발적이고 헌신적으로 행동하는 진정한 영향력을 이끌어냄으로써 민족 정체성을 확립하고 문화적 기틀을 구축하였다. 세종대왕의 리더십은 윤리문화적 리더십 모형이 잘 구현된 리더십 사례라고 할 수 있다. 본 연구를 통해 현대사회에서 요구되는 리더십은 공동체적 삶의 보편적 원리인 도덕과 윤리를 기본바탕으로 삼아야 하며, 윤리적 이상의 당위와 실제의 문화적 가치를 균형적으로 조화시키고 윤리적으로 실천하는 리더의 덕을 잘 발휘하여 진정한 영향력을 이끌어 낼 수 있어야 한다는 점이다. 본 연구에서 제시한 윤리문화적 리더십은 현대 리더십의 적실성과 실천성의 문제를 해결하는 하나의 대안이 될 수 있다. (shrink)

이 시대의 지도자는 분열이나 차별을 조정하는 것이 아닌 통합하는 지도력이 있어야 한다. 다시말해 가난한 자, 부한 자, 높은 위치에 있는 자, 낮은 위치에 있는 자를 나누지 말고 서로 다른 것을 인정하고 통합시키는 것이다. 분명한 것은 국민의 역량을 통합시킬 수 있는 능력을 갖춘 사람이 지도자가 되어야 한다. 통합력있는 지도자가 지금의 답보상태를 극복할 수 있기 때문이다. 그런 지도자는 능력을 기본으로 하지만 인격과 헌신의 자세가 없으면 리더가 될 수 없고 또한 자기를 위한 삶이 아니라, 남을 위해 봉사하고 희생하며 자신보다 지역. 사회. 국가를 먼저 (...) 생각하는 인격을 갖추어야 한다는 뜻이다. 오히려 상반된 입자들이 원자 내부에서 상호충돌. 소멸하거나 싸우지 않고 매우 안정적인 상태로 존재한다는 사실에서 보면, 전혀 다른 ‘너’와 ‘내’가 신뢰와 협력이라는 보이지 않은 끈으로 보듬고 묶을 때, 전혀 새로운 차원의 ‘우리’라는 공동체가 만들어 지는 것이다. 현재와 미래를 통합해 역사선상에서 준비하여 도전할 수 있는 사람이 절실한 시기라고 생각한다. 그러기 위해 세계의 역사와 민족 앞에 백성을 바른 가치관과 미래로 통합하기 위해 과거 우리의 선배들이 역사 가운데 희생의 값을 지불하고 시작했던 윤리 실천운동을 시작해야 한다. 우리나라와 같이 부존자원이 없는 작은 나라가 주변 강국의 위협을 극복하고 발전된 선진국 대열에 진입할 뿐 아니라, 그 속에 개인의 자유와 능력발전을 믿음으로 가질 수 있게 하기 위하여 가장 시급한 과제가 ‘국민통합’이다. 국민통합의 기초가 이런 믿음을 실현할 수 있게 하는 첫 걸음이기 때문이다. (shrink)

Kautilya (4th Century B.C.) is a legendary figure in India for not only writing Arthashastra, a treatise that deals extensively with the strategies for building and running a nation based on strong fundamentals of economics and the wisdom of the leader, but also for making Chandragupta Maurya the king of Magadha whose empire later on became the largest empire ever seen in the Indian history. This paper is an attempt to identify the dimensions of wise leadership to subsequently arrive at (...) a wise leadership development model for contemporary times based on the philosophy of Kautilya. (shrink)

A development in Management research is observed in recent years: interface of literature and management. The paper highlights the possibility of constructive impacts on human development through philosophy and experiments of Rabindranath Tagore, the Nobel Laureate literary genius from India (1913), in the field of education. The essential equality of all, preservation of cultural diversity, and the infinite possibility of deepening our understanding of each other form the core of Tagorean values. Tagore was a visionary and, throughout his life, he (...) tried to bring about a radical change in society through education which would enable the world to come together—irrespective of diversity of language, identity, race, nationality, or religion. He recognized the need to promote a culture that fosters intellectual, social, and cultural growth in the global community. Using the classic example of Tagore the paper will examine how embracing of diversity in leadership and organizational development can contribute to holistic effectiveness through the introduction of non-conventional and alternative learning as advocated by Tagore that makes him all the more relevant in the present globalized context. The paper will also attempt to outline a learning path and unfold a voyage from knowledge to wisdom for leaders and organizations in future. (shrink)

ABSTRACT:Although prior work has shown that employees with ethical leaders are less likely to engage in deviant or unethical behaviors, it is unknown whetherallemployees respond this way or to the same extent. Drawing on social learning theory as a conceptual framework, this study develops and tests hypotheses suggesting that two follower characteristics—conscientiousness and core self-evaluation—moderate the negative relationship between ethical leadership and workplace incivility. Data from employees of a U.S. public school district supported our predictions. Implications and future research directions (...) are discussed. (shrink)

The relevance of leader ethicality has moti- vated ethical leadership theory. In this paper, we emphasize the importance of moral identity for the concept of ethical leadership. We relate ethical leadership incorporating an internalized moral identity to productive deviant workplace behavior. Using qualitative empirical data we illustrate the relevance of critical situations, i.e., situations in which hypernorms and organizational norms diverge, for the distinction of ethical leaders with or without internalized moral identities. Our paper takes a multidisciplinary approach integrating insight (...) from management as well as humanities and social sciences toward a comprehensive sense of ethical leadership. (shrink)

Despite the reasonable explanatory power of existing models of consumers’ ethical decision making, a large part of the process remains unexplained. This article draws on previous research and proposes an integrated model that includes measures of the theory of planned behavior, personal norms, self-identity, neutralization, past experience, and attitudinal ambivalence. We postulate and test a variety of direct and moderating effects in the context of a large scale survey study in London, UK. Overall, the resulting model represents an empirically robust (...) and holistic attempt to identify the most important determinants of consumers’ support for the fair-trade movement. Implications and avenues for further research are discussed. (shrink)

Drawing on cognitive moral development and moral identity theories, this study empirically examines the moral antecedents and consequences of authentic leadership. Machiavellianism, an individual difference variable relating to the use of the ‘end justifies the means’ principle, is predicted to affect the link between morality and leadership. Analyses of multi-source, multi-method data comprised case studies, simulations, role-playing exercises, and survey questionnaires were completed by 70 managers in a large public agency, and provide support for our hypotheses. Our findings reveal that (...) Machiavellianism offsets the positive relationship between moral reasoning and authentic leadership. Specifically, we show that when Machiavellianism is high, both the positive relationship between moral reasoning and authentic leadership, and the positive relationship between authentic leadership and moral actions, are reversed. This study offers new insights on the underlying processes contributing to the emergence of leaders’ authentic behavior and moral action. Implications for the moral development of leaders, and directions for improved leadership training are provided. (shrink)

The purpose of this study was to investigate the relationship between authentic leadership and the three dimensions of employee well-being. Furthermore, attachment insecurity was considered as a mediating factor between authentic leadership and the three dimensions of employee well-being. Data were obtained from a field sample of 212 health care providers with patient contact at five hospitals in the North East of Iran. Initially, collected data were analyzed with multiple confirmatory factor analyses. Then, structural equation modeling was applied to test (...) proposed hypotheses. First, it was shown that authentic leadership negatively impacted attachment insecurity. Second, attachment insecurity proved to be a factor impinging upon job satisfaction. On the contrary, higher levels of attachment insecurity was associated with higher levels of perceived stress and stress symptoms. Third, it was revealed that attachment insecurity partially mediated the relationship between authentic leadership and job satisfaction and fully mediated the relationship between authentic leadership, perceived stress, and stress symptoms. According to the literature of authentic leadership, this is one of the first research studies, and literally the first in the East exploring the effects of authentic leadership on the exclusive combination of dimensions offered in this paper. Moreover, researchers in the field of management have not delved enough into attachment and its antecedents and consequences in leader–follower relationship. This is one of the first studies to provide evidence of the relationship between authentic leadership, attachment security and employee well-being. As a further analysis, the final model was separately put under the two different lens of gender and some interesting findings were discussed in the discussion. (shrink)